Human Resource Management in Sainsbury

This report discusses the purpose and function of Human Resource Management in Sainsbury, including hiring and selection, training and development, compensation and benefits, and performance management. It also explores the strengths and weaknesses of different approaches to recruitment and selection. Additionally, it highlights the benefits of HRM practices in Sainsbury for both the employer and employee, as well as their effectiveness in raising organization profitability and productivity.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
PART- 1...........................................................................................................................................1
1. Purpose, function of Human resource management in Sainsbury..........................................1
2.Strengths and weaknesses of different approaches to recruitment and selection.....................2
3.The benefits of different HRM practices in Sainsbury for both the employer and employee. 4
4. Effectiveness of different HRM practices in terms of raising organisation profitability and
productivity.................................................................................................................................5
PART-2 ...........................................................................................................................................6
1. Job description........................................................................................................................6
2. Job specification......................................................................................................................7
3. Job offer letter.........................................................................................................................8
4. Evaluation of process and rationale for conducting appropriate HR practices.......................8
5. Approach and effectiveness of employees relation and engagement......................................8
6. Key aspect of employment legislation ...................................................................................9
7. Evaluation of employees relation and legislation in decision-making process and meeting
business objectives....................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource manager plays an significant role in managing the employees of the
company so that the desired objectives can be achieved in the best possible manner. It recruits,
retained and motivate employees to work hard for growth and expansion of firm so that it can
gain competitive advantages in external environment. This report is about Sainsbury which is
second largest supermarket chain in United Kingdom that have around 16.0% of market share
and continuously working for delivering services to range of customers. Vision and mission of
Sainsbury is to “ build strong brand heritage and reputation through offering innovative and
consistent valuable products and services to customers. Moreover, it has contain detailed
pertaining to purpose of HR functions, key roles and responsibilities, its significance in retaining
the talented individual within the firm. At last, it has job description, specification, offer letter
and evaluation and rationale process that has been used by HR while performing its task so that
company can achieve its objectives.
MAIN BODY
PART- 1
1. Purpose, function of Human resource management in Sainsbury
The main purpose of HR manager in the firm is to hire and retained talented individuals
in the organization so that qualitative services can be rendered to customers within limited time
frame. Its purpose is to motivate employees to make optimum utilization of their existing skills,
capabilities and knowledge for growth and develop of firm. So, it can be stated that main
purpose of HR is to resolve key issues present in the workplace, maximize the overall company
performance through investing in the right people (Michael, 2019). Therefore, the several
functions that has been performed by the HR manager of Sainsbury can be illustrated in detailed
as follows:
 Employees hiring and selection: The major function of HR of Sainsbury is to hire and
select right individual at right place so that all task can be completed simultaneously. It
invites application, take interview or test in order to hire or select potential candidate that
have capabilities to work for growth and development of organization.
 Planning for training and development: The second function that has been completed
by HR manager is planning and organizing of training and development program for
overall growth and expansion of business. So, it ensures that proper guidance, training
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and development opportunities are provided to individual so that their existing skills and
capabilities can be enhanced to maximum extend (Anwar and Abdullah, 2021).
 Deciding compensation and other benefits: Moreover, it has been identified that HR
manager of Sainsbury also responsible for deciding appropriate compensation benefits
that needs to be provided to employees for their hard work and determination in the firm.
Furthermore, it also determined other benefits that needs to be provided to employees so
that it is motivated to work for expansion of firm in external environment.
 Employees performance management: It is also one of the function that has been
performed by the manager in which it ensures that all employees effectively complete
their respective task and responsibilities. Likewise, the manager continuous monitor the
actual performance of employees and find alternative method that could be used to
improve the same so that company can retained competitive advantages in retail sector of
UK (Ahammad, Glaister and Gomes, 2020).
2.Strengths and weaknesses of different approaches to recruitment and selection
The recruitment is an simple procedure about adequate human resource management of
an organization and designing business activity. It is the procedure of making efforts in order to
inspire different candidates to apply for the current vacant position or predictable job opening
within the establishment (Coller, Cordero and Echavarren, 2018). For each and every
organization, recruitment procedure is very important and crucial part for the progress of the
establishment. In order to do recruitments within the organization, various methods has been
taken place such as screen, source, shortlist along with selection of resources as per the
requirements and job specification of the vacant position. With the help of whole recruitment
process, the human resource managers are able to select the correct and appropriate candidate
for making and expanded training and skilled resources within the organization. Sainsbury
utilises both mediums of doing recruitment and selection of candidates i.e. internal as well as
external. Each method have its own demerits and benefits that can be availed by the firm in time
to time manner.
Internal recruitment is an activity given to the employees of the organization who have
worked fro the business from past large duration of time. Such employees pays their attention
towards advertising the organization through job postings and referral staff. The job posting is
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the most basic method utilised in order to find qualified candidates for the vacant position.
Within the organization, job posting creates equal opportunities for current working employees.
Each and every member within the organization have complete right to apply for the vacant
position if the person is able to meet the job requirements in most appropriate manner. The job
postings can be seen in the form of email, word of mouth, website posts, news flashes on general
board and so on. Another one is the referral staffing is another method of informing employees
that employment within the workplace still exists. It includes referring and suggest nominations
of the names of the person who are suitable for the applied job. Generally the applicants are
appointed by the managers and superiors (Hughes and et.al., 2021).
While external recruitment includes job advertising, employment agencies ans well as
various centres through which the recruitment of the correct candidate has been done. It includes
various techniques in order to fulfil recruitment procedure within the organization with the help
of external sources. It includes attracting of candidates through advertising which is very
effective, fast and cheaper way to attract candidates towards the organization. Professional
journals are another way of doing external recruitment as it is the attractive way to make aware
about the vacancy among the candidates who want to apply for the position. Direct mailing are
also one of the external source of recruitment process as the recipients are clearly able to see the
important information and more often able to quickly contact the recruitment agency. Through
television and radio stations the firm will able to cover wide range of people and share
information in detailed manner among the people who are interested to know about the vacant
positions (Ghimire, 2021).
There are various advantages and disadvantages of internal as well as external source of
recruitment and selection process such as:
Sources Advantages Disadvantages
 Internal  It does not require
intellectual meeting
with the potential
candidates as the
human resource
manager can select the
candidate within the
 This philosophy highly
demotivate other
employees who are not
progressing.
 It restricts the range of
potential acquisition of
fresh and imaginative
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existing employees of
the organization.
 Candidates who are
employed within the
firm through this
approach are highly
successful as they are
completely aware
about the company
culture (Sarker, 2020).
candidate.
 External  It will allow Sainsbury
to employ and choose
fresh and creative mind
candidates within the
firm.
 It ensures high
profitability.
 The HRM at Sainsbury
requires high turn.
 It also requires
surprising expense.
 High disaster of being
enlistment of unskilled
people (Sajeena, 2017).
3.The benefits of different HRM practices in Sainsbury for both the employer and employee
Successful practices and implementations of human resource management will able to
provide complete satisfaction to the employer as well as employees. The major target of the
HRM within the Sainsbury is to preserve functional human resource at the firm. If the Sainsbury
wants to enhance the productivity and power of human resources then the firm is able to place
good human resource services within the workplace. Because of this reason, the Sainsbury is
able to provide various adaptabilities to their employees. This practice will able to generate
interest among employees within the office premises. The performance of employees has been
improved after the generation of satisfaction at the workplace. With the help of research and
development procedure, the employees are able to gain training sessions, skill development
programs, attribute improvement programs for the workers. With the involvement of employee
turnover, the costs incurred within human resource development has been enhanced. Although,
Sainsbury also tries their maximum to exercise the external sources of recruitment of selection
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of candidates (Rachel, 2020). If the firm will apply this strategy then they are able to appoint
creative and innovative candidates within their organization. Thus, the Sainsbury will able to
provide successful brand development.
4. Effectiveness of different HRM practices in terms of raising organisation profitability and
productivity
Human resource manager of Sainsbury make use of different method or strategies to
recruit individual that is highly talented, qualified and experience for the organization. It makes
use of different HR practices that have numerous impact on organization profitability and
productivity. Such as:
 Providing security to employees: It is one of the practice that has been used by the HR
manager of Sainsbury in which it has ensure safety and security of individuals that are
working hard for company. Through providing safe working environment, identifying
hazards, making use of danger sign to aware employees about the same. So that they can
stay away from the place and easily work without any harm caused to them. Thereby it
has resulted in improving overall productivity and profitability of company (Collins,
2021).
 Selective hiring: Another practices that has been adapted by the HR of Sainsbury is
selective hiring in which it has selected individuals that are highly dedicated and
determined to work for benefits of firm. So, recruitment and selection of talented
individuals within the organization has helped in adding value in the organization
through delivering better services to customers.
 Fair performance based compensation: The Sainsbury HR manager has also make use
of fair performance based compensation practices to motivated employees to work hard
so that company can retained competitive advantages. Thereby paying right
compensation and other benefits to several individual that are working in the firm has
helped in making them happy and satisfied to maximum extend (Bratton and Gold,
2017). Thus, they are highly dedicated and determined to give their best or make
optimum use of their existing skills so that company can maintained its brand image.
 Providing training: HR manager of Sainsbury in its practice has also focused on
providing training and development opportunities to employees. So that they can develop
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their existing skills and capabilities and easily complete their respective task in effective
manner. So, providing guidance and support to individual related to the way work can be
completed has helped Sainsbury in achievement of company goals.
Therefore, all these are various practices that has been used by the human resources manager to
enhance profitability, productivity and market share of firm in retail industry.
PART-2
1. Job description
Job description
Job title: Marketing manager
Job location: London, England, UK
Job summary: The marketing manager will be responsible for promoting the brand image of
company in mind and heart of customers. So, the major work of manager is to attract more and
more customers within the organization so that it can earn high profitability and market share in
external environment. Moreover, it has to overview the marketing trends or changes that are
happening in market thereby plan appropriate strategies that could be used by firm to retained
competitive advantages (Harrison and Bazzy, 2017).
Reporting to
Head of marketing department
Working condition
 Marketing manager will be provided better place to work. Such as healthy working
environment, open communication so that they can easily complete their task without
any further mistake. So, all the safety measure will be undertaken by the company to
ensure that no harm or danger caused to the manager while working for growth and
development of organization.
Job duties
 To build and retained strong relationship with customers
 To promote brand image of firm through generating awareness among them.
 To enhance sales volume and market share of firm by adding new and new customers
within the organization.
 To promote products and services of company to range of customers that are living in
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society (Barrena‐Martinez, López‐Fernández and Romero‐Fernández, 2019).
Machine to be used
Digital technology
Hazard
No hazard
2. Job specification
Qualification: MBA in marketing
Experience: 2 Years of experience
Training: All training and support will be provided to employees for enhancing their
knowledge and skills so that it can easily complete the task in effective manner.
Skills
 Decision-making
 Problem solving skills
 Analytical Skills
 Interpersonal skill
 Digital technology skills
 Communication skill
Responsibilities
 To manage the subordinate.
 To enhance sales volume of company.
 To generate awareness of products and services among customers.
 To make the best use of digital technology to attract customers within the organisation.
Emotional characteristic
 Positive attitude
 Emotional intelligence
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3. Job offer letter
JOB OFFER LETTER
Dear John,
This is letter to inform you that our company have selected you as “ marketing manager” in the
organization that will be responsible for adding more customers within the firm. So, you are
invited to join our company from 4 July 2021, in order to make the best utilization of my
existing skills and capabilities for better results.
Moreover, for further detailed you are free to contact the undersigned contact number.
Thanking you
4. Evaluation of process and rationale for conducting appropriate HR practices
From the above analysis it can be evaluated that HR of Sainsbury have conducted all the
process of recruitment and selection to have right individual at right place. Such as firstly it has
attracted pool of candidate to apply in the organization, then scrutinize them in order to selected
right candidate for the company. So, all these process has helped in getting the best candidate
that have capabilities to make effective use of skills, capabilities and knowledge for growth and
development of firm (Santanaand and Lopez‐Cabrales, 2019). Therefore, all these practices are
rationale for company as they helped in increasing its market share to maximum extend.
5. Approach and effectiveness of employees relation and engagement
Maintaining good relationship among employees in Sainsbury is important for the
company because it helps enhancing overall performance and productivity of company. At the
same time, all the individuals are highly motivated and dedicated to work for growth and
expansion of firm. They devote their time, efforts and energy to complete the task in optimum
manner so that company can gain competitive advantages (AM and et.al., 2020). So, the way
different approach has resulted in effective employees relationship and engagement can be
illustrated as follows:
 Flexible organization: The firm that effectively adapt to changes that are happening in
external environment to gain and retained competitive advantages for longer time frame.
Sainsbury is flexible organization so it has tried to promote open communication, team
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work between employees so that they are ready to adapt to new changes and company
can expand its business operation.
 Flexible working practice: Moreover, the company has focused on providing flexible
working practices as it have various shift so that employees can select particular time
frame in which they can work for organization. Flexibility in working practices has
helped in building and retaining good relationship among employees that are working in
the firm (Katou, 2017).
 Employer of choice: The last approach that has been used by Sainsbury is “ employer of
choice” to build strong relationship with employees for benefits of firm. Likewise,
employer has given importance to employees for their hard work and determination,
better and healthy working environment and other benefits. All these contribute a lot in
building strong team that is highly motivated to work for company objectives.
6. Key aspect of employment legislation
Employment law is complex and important matter as it needs to be followed by each and
every organization while performing their respective task and responsibilities. Employment right
act, National minimum wages and employment relationship are various legislation that has been
followed by the company that can be explained in detailed as follows:
 Employment Right Act 1996: Sainsbury manager has followed employment right act
1996 in context of making contract or agreement with them, avoid unfair dismissal and
other. So, employees are provided all basic rights for rendering their respective services
in the organization.
 National Minimum wages 1998: It is another law that has been abided by Sainsbury as
it has provided minimum wages to all employees so that they can live better lifestyles in
future circumstances (Bratton and Gold, 2017).
 Maternity and parental leave 1999: This is law related to the leave which can be
entitled or used by the employees such as parental leave, maternity and others. So, all the
employees have right to sick, plan leave and any other.
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7. Evaluation of employees relation and legislation in decision-making process and meeting
business objectives
So, it can be evaluated from the above analysis that employees relationship and
legislation impact on decision-making and achievement of business objectives. As if the
company does not have good relationship with its employees then it finds alternative method
that could be used to build the same for benefits of firm (Katou, 2017). Moreover, as per the
legislation, HR manager has to modified its practices so that more and more talented individual
are retained within the organization. So, it can be stated that Hr practices are essential for
organization operation as they helped in making employees happy and satisfied thereby
enhancing profitability and market share of company.
CONCLUSION
From the above report it has been concluded that the human resource management
practices within the Sainsbury are at their best level. It enables the firm to enlarge their profit
margins by decreasing the employee turnover. With the help of various techniques the firm will
able to identify best employees among various individuals or applicants. It provides significant
training sessions and motivate them in a manner that they remain with the firm for longer span
of time. From the above study it has been identified that human resource management is widely
utilised at every stage of the firm. Different types of HR policies along with employee relations
are necessary for the company success. HRM contributes their maximum in terms of enhancing
the value generation capacity of the employees so that the employees are able to help the
organization to create value.
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REFERENCES
Books and Journals
Ahammad, M. F., Glaister, K. W. and Gomes, E., 2020. Strategic agility and human resource
management. Human Resource Management Review, 30(1). p.100700.
AM, E. N and et.al., 2020. Implementation of human resource management in the adaptation
period for new habits. International Journal of Educational Administration,
Management, and Leadership, pp.19-26.
Anwar, G. and Abdullah, N. N., 2021. The impact of Human resource management practice on
Organizational performance. International journal of Engineering, Business and
Management (IJEBM), 5.
Barrena‐Martinez, J., López‐Fernández, M. and Romero‐Fernández, P. M., 2019. The link
between socially responsible human resource management and intellectual
capital. Corporate Social Responsibility and Environmental Management, 26(1).
pp.71-81.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Coller, X., Cordero, G. and Echavarren, J.M., 2018. Recruitment and selection. In Political
Power in Spain (pp. 83-102). Palgrave Macmillan, Cham.
Collins, C. J., 2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management, 32(2).
pp.331-358.
Ghimire, I., 2021. HRM Process of Recruitment and Selection: Case Subija Services Oy.
Harrison, T. and Bazzy, J. D., 2017. Aligning organizational culture and strategic human
resource management. Journal of Management Development.
Hughes, J.A., and et.al., 2021. Achieving Enrollment Outcomes by Aligning Applicant
Recruitment and Selection with Unique Organizational Niches. American Journal of
Pharmaceutical Education, 85(4).
Katou, A. A., 2017. How does human resource management influence organisational
performance? An integrative approach-based analysis. International Journal of
Productivity and Performance Management.
Michael, A., 2019. A handbook of human resource management practice.
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Rachel, R.J., 2020. A STUDY OF THE RECRUITMENT AND SELECTION PROCESS: SMC
GLOBAL. SRM JOURNAL OF BUSINESS HORIZON, p.109.
Sajeena, U., 2017. RECRUITMENT AND SELECTION STRATEGIES OF PUBLIC SECTOR
UNDERTAKINGS. International Journal of Research-GRANTHAALAYAH, 5(2),
pp.333-337.
Santana, M. and Lopez‐Cabrales, A., 2019. Sustainable development and human resource
management: A science mapping approach. Corporate Social Responsibility and
Environmental Management, 26(6). pp.1171-1183.
Sarker, J., 2020. Recruitment and Selection process of Anwar group of Industries.
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